Creating innovative work behaviour: the roles of self efficacy, leader competency, and friendly workplace

Abstract

Innovation is the only way to get sustainability and growth. Technology can empower the innovation, but in other way, it also can kill the current business. The big question is how to get sustainability organization thru innovation. The focus of the study is on innovative work behavior, with employee as human factor subject that play the main role in the innovation process. The aim of this research is to investigate the relationship between employee self-efficacy, perceived leader's proficiency, and perceived employee friendly workplace into innovative working behavior and job satisfaction. After conducting a survey to 198 employees in telecommunication companies in Indonesia, we found that employee innovative working behavior and job satisfaction are related with self-efficacy, perceived leader's proficiency, and perceived employee friendly workplace. Furthermore, we propose some theoretical and managerial implications for future research.

Hubungan Person Organization Fit yang dimediasi oleh Knowledge Sharing Behavior dan Intrinsic Motivation terhadap Innovative Work Behavior

“…PENDAHULUAN Organisasi dituntut untuk menyadari bahwa membuat proses, produk, dan prosedur yang baru merupakan hal yang sangat penting untuk pertumbuhan dan produktivitas organisasi di segala sektor dan salah satu fokus utama dalam mendukung inovasi di organisasiperusahaan adalah pada innovative work behavior (perilaku kerja inovatif). Innovative work behavior innovative work behavior merupakan sebuah perilaku komprehensif yang terkait ide generasi, dukungan ide dalama organisasi dan juga memberikan implementasi ide-ide (Santoso & Heng, 2019).…”

Relationships among Human Capital, Employability and Innovative Work Behavior by Electrical Engineering and Computer Science (EECS) Field

“…Through innovation in products, manufacturing and services, team advantages and organizational goals are developed (Hang & Chou, 2019). Moreover, Santoso and Heng (2019) mention that an individual's willingness to assume responsibility and come up with innovative ideas when confronting frustration will enhance the implementation of creativity. This positive attitude has a sweeping effect on subsequent diffusion and implementation of innovative thinking.…”

The Effect of Digital Transformational Leadership, Creative Self-Efficacy on Innovative Behaviour Mediated by Perceived Organizational Support

“…Innovation is a scorching topic today. Innovation is the key to organizational sustainability (Verbree 2021, 78) and growth that significantly impacts organizational performance (Etikariena dan Widyasari 2020;Klaeijsen, Vermeulen, dan Martens 2017;Patterson, Kerrin, dan Gatto-Roissard 2009;Santoso dan Furinto 2018). Innovating means developing and modifying ideas because it is through them that organizations are expected to be able to turn crises into opportunities and create competitive advantages (Carmeli 2006, 76;Kozioł-Nadolna 2020, 3).…”

“…Creativity is essential in organizations generating innovation and increasing competitive advantage (Chiang, Hsu, dan Hung 2014, 1). Several studies have examined the factors that can stimulate creative ideas in the workplace (Hashim 2021;Santoso dan Furinto 2018;Sethumadavan, Hassan, dan Basit 2020;Widyani, Sarmawa, dan Dewi 2017;Zainal dan Matore 2021). In Zainal's research (Zainal dan Matore 2021, 3), selfefficacy influences innovative behavior.…”

“…In Zainal's research (Zainal dan Matore 2021, 3), selfefficacy influences innovative behavior. H. Santoso andSlatten (2019, 2306;2014, 327) stated the results of their research that creative self-efficacy has a positive effect on innovative behavior. There are some inconsistencies in previous studies.…”